60-Day Review and It's Important for Employee Development

What is a 60-day review?

A 60-day review is a type of performance review conducted two months after a new hire starts at a company. It's a structured discussion between the employee and their manager about the employee's progress, challenges, and experiences at the company so far.

The goal is to ensure the new hire is integrating well into the company and to identify any areas where they might need more support or resources.

The strategic importance of conducting 60-day reviews

What is the purpose of conducting a 60-day review?

Improve job satisfaction and employee engagement:

Conducting a 60-day review is crucial for boosting overall job satisfaction and engaging employees from the start.

It shows that the company cares about the employee's experience and is invested in their success. This can increase employee motivation and loyalty, making them feel valued and understood.

Refine the onboarding process:

These reviews provide critical feedback that can help refine a company's onboarding process. By discussing the new hire's experiences, companies can identify strengths and weaknesses in their current onboarding practices.

This feedback loop allows for ongoing adjustments, making sure that the onboarding process effectively supports new employees in becoming productive and satisfied members of the team.

Set the stage for ongoing professional development:

A 60-day review helps lay the groundwork for continuous employee development. It's an opportunity to set clear expectations, provide feedback on the employee's ability to meet their job responsibilities, and discuss future goals and training needs.

This early investment in an employee's development can lead to better performance, greater job fulfillment, and enhanced skill development, aligning with the organization's mission and long-term objectives.

Useful Read: Mastering Employee Evaluations: Key Performance Review Questions

How to conduct a 60-day review?

A 60-day review is an important milestone for both employees and managers, providing a structured opportunity to assess progress, address any issues, and support personal development. Here's how to conduct this key performance review effectively:

Step 1: Prepare in advance:

The review process should start with thorough preparation. Managers should review the employee's job roles, past feedback, and performance goals set during the onboarding process. This preparation helps in setting a clear agenda for the review meeting, focusing on specific responsibilities and expectations.

Step 2: Set a comfortable environment:

Creating a relaxed atmosphere is crucial for open communication. Schedule the review in a quiet, private space where both parties can speak without interruptions. Ensuring the employee feels comfortable encourages honest and constructive dialogue.

Step 3: Review performance and set goals:

Discuss the various aspects of the employee's performance since their start date. Highlight areas of improvement and successes. Use this time to set goals for the next review period, aligning them with long-term goals and the organization's mission.

Step 4: Solicit employee feedback:

Encourage the employee to provide feedback on their onboarding experience and any other aspects of their job. This can include their integration into the team, the support they have received, and their overall mental health and job satisfaction.

Step 5: Develop an action plan:

Conclude the review by developing a clear action plan. This should address any training needs, resources required for better performance, and strategies for any challenges identified during the review. Regular check-ins should be scheduled to monitor progress and make adjustments as necessary.

Tips for creating a comfortable environment and addressing issues

• Maintain openness and encourage honesty: Keep the conversation open and encourage the employee to share their true feelings and perspectives. This builds trust and can lead to more effective resolutions to any issues.

• Be empathetic and supportive: Understanding and addressing any concerns related to the employee’s mental health and well-being can significantly affect their productivity and satisfaction. Show genuine care and readiness to support their needs.

• Focus on constructive feedback: Instead of only highlighting areas of deficiency, focus on providing constructive feedback that includes recognition of what the employee does well. This balanced approach helps in maintaining motivation and engagement.

• Follow up on previous feedback: Discuss any ongoing issues or feedback from the 30-day review to show continuity and commitment to employee development. This demonstrates that the review process is a serious, integral part of the employee's growth in the company.

• Set clear next steps: End the review with clear, actionable steps that both the manager and the employee agree on. This might include specific training programs, revised goals, or strategies to improve performance.

Key focus areas during the review

During a 60-day review, it's important to focus on several key areas that provide insight into how well the new hire is adapting to their role and the organization. This review serves not only as a performance check but also as a vital touchpoint for employee support and integration.

Performance management:

The primary focus of any review, including the 60-day, is to assess how the employee is performing against the expectations set out when they were hired. This includes looking at specific responsibilities they have taken on, the quality of their work, and their overall productivity. It’s important to recognize achievements and also to identify areas where they may need improvement or additional support.

Integration with the team:

How well the new employee has integrated into the team is crucial for long-term success. This includes their ability to collaborate, communicate, and contribute to team goals. Observing their interactions can provide valuable insights into their fit within the team and any interpersonal dynamics that may need addressing.

Understanding of company culture:

A 60-day review is a good time to gauge how well the new hire understands and aligns with the company culture. This includes their engagement in company events, their alignment with company values, and how well they navigate the social aspects of the workplace. It’s vital for employees to feel connected to the culture, as this significantly impacts their job satisfaction and retention.

Identification of training needs:

Finally, the review should address the employee's ongoing training and development needs. This could involve identifying any gaps in their skills or knowledge that have become apparent during their first two months. Discussing and planning for their personal development can help in tailoring onboarding processes that support their growth and ensure they have the tools they need to succeed.

12 must-ask questions during a 60-day review

Asking the right questions during a 60-day review is crucial for gaining insights into an employee's experience and performance. Here are 12 essential questions that can help uncover valuable information:

1. How do you feel about the work you've been doing?

This question helps gauge the employee's enthusiasm and satisfaction with the tasks they have been assigned.

2. Can you describe a project or task where you felt particularly successful?

Asking about specific instances of success helps identify what the employee considers their strengths.

3. What challenges have you faced so far and how have you dealt with them?

Understanding challenges lets you assess the employee's problem-solving skills and provides insight into areas where they might need more support.

4. How well do you feel integrated into the team?

This question reveals the employee's sense of belonging and their interpersonal relationships with colleagues.

5. What is your understanding of the company culture?

It's important to know how well the employee feels they fit into the company culture and any aspects they might be struggling with.

6. Are there any skills you would like to develop or improve?

This helps in identifying training needs and planning for future personal development.

7. How effective has the onboarding process been in helping you feel prepared for your role?

Feedback on the onboarding process can provide critical insights into its effectiveness and areas for improvement.

8. What support do you need from me or the team to make your job easier or more rewarding?

This question emphasizes employee support and helps managers understand how they can better assist the employee.

9. Have there been any surprises about your job or the company that you weren’t expecting?

This can uncover gaps in the new hire’s expectations vs. reality, informing how the organization presents itself to future hires.

10. What are your long-term professional goals and how can the organization assist you in achieving them?

Understanding an employee’s long-term goals can align their career path with the organization’s objectives.

11. Is there anything from your previous jobs that you think could be implemented here to improve processes or culture?

This question leverages the new hire's previous experience and can bring fresh ideas into the organization.

12. Looking forward, what are your main goals for the next review period?

Encourages goal setting and helps both the employee and manager align expectations for the coming months.

These questions not only help assess the employee's performance and integration into the company but also make the employee feel valued and understood, fostering a productive and supportive work environment.

Post-review actions

Documenting the review is a crucial step in the 60-day review process. It ensures that both the employee and management have a clear, written record of what was discussed, including strengths, areas for improvement, and any commitments made by both parties.

This documentation helps track the employee's progress and development over time and provides a reference for future reviews. It also supports the performance management process by maintaining a history of feedback and goals, which is invaluable for both ongoing support and potential HR needs.

Next steps after the 60-day review

• Set specific goals for the 90-day review: Based on the discussion and feedback during the 60-day review, set clear, achievable goals for the employee to reach by the 90-day review. These should include both performance-related objectives and any personal development targets that align with the employee's career aspirations.

• Schedule regular check-ins: Don’t wait for the next formal review to touch base. Schedule regular check-ins to discuss the employee’s progress towards the goals set during the review. This keeps the lines of communication open and helps address any issues or challenges as they arise.

• Provide necessary resources and support: If the review identified any areas where the employee needs additional support, such as training or access to specific resources, make arrangements to provide these. This could involve enrolling them in training sessions, providing mentorship, or adjusting their workload.

• Monitor progress on action items: Keep track of the employee's progress on any action items that were agreed upon during the review. This could involve learning new skills, improving certain aspects of their performance, or contributing to team projects in specific ways.

• Prepare for the 90-day review: Start preparing for the 90-day review by reviewing the goals set during the 60-day review and assessing the employee's progress. Gather feedback from colleagues and other managers to get a well-rounded view of the employee's performance and integration into the team.

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Conclusion

A well-conducted 60-day review is crucial for fostering a supportive work environment that promotes growth, satisfaction, and productivity among new hires.

By focusing on performance management, integrating new employees into the team, aligning them with the company culture, and identifying their training needs, employers can significantly enhance job satisfaction and retention.

Following the review, documenting the outcomes and setting clear goals for the next review period are essential steps that ensure continuous improvement and help maintain a clear trajectory for employee development. Employers who invest in thorough 60-day reviews are likely to see a more engaged, motivated workforce aligned with the organization's long-term goals.